Archives for SHRM - Page 309
San Francisco Issues Proposed Rules for Revised Family Friendly Workplace Ordinance
San Francisco Office of Labor Standards Enforcement issued proposed regulations that would require employers to negotiate with an employee who requests a flexible or
6 Ways to Become a More Empathetic Organization
Research shows that workers 97 percent of workers believe empathy is an essential quality of a healthy workplace culture. Does your organization champion empathy? Here
States Tighten Rules on Noncompete Agreements
Laws governing the use of restrictive covenants have been changing recently, so HR professionals and employers need to stay abreast of updates that occur in their state
Be Self-Aware to Make More-Ethical Decisions
HR professionals need to protect staff in an ethical way, even through such difficult times as terminations and layoffs. To do this, you need self-awareness and the
SHRM’s Taylor Tells Audience: Be a Thermostat, Not a Thermometer
Society for Human Resource Management (SHRM) President and Chief Executive Officer Johnny C. Taylor, Jr
Hoping Underperformers Will Improve Doesn’t Work
You can't just fire all of your underperformers, but you can't ignore them, either. Here are tips to identify and correct poor behavior and manage your employees well
Priorities Shift as Pandemic Recedes, SHRM 2022 Employee Benefits Survey Shows
Benefits practices are continuing to evolve as businesses return to a Benefits practices are continuing to evolve as businesses return to a "new normal" of hybrid
Managers Need Training on the Interview Process
Managers who aren't trained on how to conduct effective interviews may cause organizations to lose out on the best candidates—and leave an employer open to litigation
Tips for Addressing Burnout in the Workplace
On June 12, Robert and Terri Bogue, of the technology company Thor Projects, led a concurrent session, “Extinguish Burnout and Ignite Engagement,” at the SHRM Annual
Employee Resource Groups Create a Sense of Belonging, Foster Engagement
HR teams that support employee resource groups (ERGs) gain partners in creating more inclusive company cultures. Benefits can include increased productivity and